E Wart
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My feeling that if you have a PTO policy, you don't have sick pay. PTO is everything, PAID TIME OFF. Otherwise, with sick pay you are rewarding those ill and penalizing those sick. Now, you may want to limit the amount of time an employee can car…
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In 2005-06 we budgeted for 3% "average". In o6-07 is it between 3-4%. E Wart
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I take it from your write up that she was paid more each pay period than she should have been paid and therefore paid her $45,000 before 12 months. This is another reason why I URGE my supervisors/managers to never quote an annual salary, but just …
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Absolutly not. Do you pay them for the time they spend filling out an application or going for post offer physical? I hope not. E Wart
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Don't stop garnishment until you get written word from the garnishee... I know of a situation where employer stopped when bankruptcy, but employee forgot to list this person on his bankruptcy (Has to list folks he owes money to.) It turned out he w…
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One thing you may want to consider is when you remove her from warning/probation, to add to the removal letter that "you are pleased that you are able to remove her from the disciplinary process (warning/probation.) However, if her unacceptable beh…
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If they are like our Quality Inspectors, they are non-exempt. E Wart
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In 2002 I talked with the TWC. I was told that they go by fed laws on breaks, over time, rounding, etc. E Wart
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Your choice on how they are paid (salary or hourly), but you do need to MAKE SURE that records are kept, even if salaried. Also, often if paid salary you will find that they aren't paid ot when they should be. You could be fined for this. Also, t…
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First I would review whether OT is even needed to begin with. Are your employees just working a 10 hour day schedule or is this 10 hours a temporary situation? How long have they been working the 10 hours? What were they told when hired? (Were th…
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I am sorry. Are you asking about compression or are you asking about reaching the maximum of your range? Compression happens with Long Term employees when companies merit factor may not keep up with inflation and salary adjustments. If this is the…
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First you need to deterimine what the employee's regular schedule is. If it is more than 8 hours per day, you should get a written agreement with the employee. You may not owe them any overtime in this situation (unless they work outside of their …
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Are your employees hourly or salaried (exempt or non exempt). If hourly, how are you paying them now... aren't you holding back at least something....may be 1 week because how would you know what to pay them? I think it should be easy to explain to…
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What a pain. I am so sorry your other area seems so uncooperative. I know Kronos does time clocks, but I didn't realize they had a payroll program/processing area... but sounds reasonable. E Wart
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I am not going to get into the "overtime issues" because that isn't what you seem to be asking. First of all, I hate to say this, but I can't believe what your parent company (that does payroll) is telling you is correct. I don't know what type …
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I agree with David. (By the way, 7/3 is one of our "extra holidays" so we will be closed. However, if you actually "lock the doors", you can charge exempt employees for whatever time off they have. However, if they don't have any, you can't dock …
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Johana I think everyone has answered this... you don't need to pay them for time taken for drug screen and/or physicial, but I would pay them for any time spent completing "new hire" paperwork (I-9, taxes, etc.) By the way, how can you have them co…
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One of our locations (TX) pays .25 and hour more, CT pays 15%. (I know I should get this consistent but each manufacturing plant sort of "run their own operation" as far as the making money so we let them make some of the decisions as long as reaso…
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I am sure you have some non-exempt employees. If you do, you do need to have something in writing on their hours. I am not saying it is right, but what we do, is monthly (or weekly or what ever), we have our non-exempt employees complete/sign off …
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I am not sure that I understand your question so therefore may not be any help. However, here goes. As far as paying the 3 day/36 hour employee holiday time... When you say he is eligible for 7 days of holiday pay, do you mean "like other employe…
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I would have had the supv. have a meeting with the meployee and show the employee their time card and asked them if they took lunch/left the company property not on company business and perhaps forgot to clock out. I (Make sure that you or whomever…
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I won't go into it is up to you since this has been covered. However, if you have employees who work an alternate schedule, you should probably look at the beginning of each year and what this schedule works and what the holiday would be if they a…
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About 5 years ago, I worked on this as a project. All of our locations did things differently (and still do). I talked with Fed. DOL folks. You can round, but you round up as well as down. (If you round every 15 minutes, anyone clocking in from …
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First, you should check with your state labor dept. to make sure you don't have "laws" regarding if your state requires any break time and when breaks should be given". If they don't the federal law doesn't require any (even lunch breaks.) However…
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This may depend upon how your policy reads. The CA law says "all vested paid vacations provided for by a contract of employment or employer policy that are not yet taken on terminaiton must be paid to the employee as wages at his/her final rate. T…
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I am confused. First, I don't know what you are asking. HOw are your time cards completed? Do employees write in the time or "punch a time clock" or what? Secondly are you paying them for time worked or time that they said they worked? Should b…
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I believe you can deduct this for CA independent contractors as well. Make sure you check your state laws. E Wart
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Boy I wish I worked for you and I would just let your payroll dept. be my private banker!!! You have really spoiled your employees. I would say have your employee set up an automatic deposit into his Landlords account (if the landlord will give i…
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I agree with most of the other responders... If they are on the clock, they are your employees and should be on your property, unless they are "running an errand for you". W/C and liability would and could occur. One other thing that most people h…
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You are correct on the law. Have you gotten other employees who have terminated their check on time? If so, I would say you better do something in favor of the employee or he will be going to the labor dept. Who wants this? It was your fault, whe…